Stolt-Nielsen operates the world’s largest fleet of deep-sea, coastal, and inland parcel tankers and containers for chemicals and other liquids. Employee satisfaction and retention are critical priorities for Stolt-Nielsen, which wanted to ensure that its more than 5,000 people worldwide are empowered with the best tools available to manage their jobs and careers.
“After a careful selection process, we chose Oracle Cloud HCM due to its large functional coverage, embedded analytics capabilities, integration capabilities, and low cost of ownership.”
A ship broker in New York City in the 1950s, Jacob Stolt-Nielsen had an “Aha!” moment after reading a Life magazine article about submersible pumps. He built a tanker called M/T Freddy, the first ship ever to be equipped with leakproof compartments accessed via deep-well submersible pumps, and several years later he started his own eponymous shipping company.
More than 60 years later, Stolt-Nielsen operates the world’s largest fleet of deep-sea, coastal, and inland parcel tankers and containers for chemicals and other liquids. Operational efficiency is key to its ability to navigate both the world’s high seas and the turbulence of the global economy. Employee satisfaction and retention are critical priorities for Stolt-Nielsen, which wanted to ensure that its more than 5,000 people worldwide are empowered with the best tools available to manage their jobs and careers.
Why Stolt-Nielsen chose Oracle
Stolt-Nielsen made the strategic decision to invest in Oracle Cloud HCM, including its talent management and workforce compensation modules, to increase efficiency across the HR function and boost employee engagement and retention.
Using Oracle Cloud HCM, Stolt-Nielsen reduced average HR processing times by 50% and external IT support staff by 80%. HR team members can use the application’s capabilities to handle complex HR tasks such as tracking top performers in each division and automating the payroll and bonus processes. Employees can use simple self-service capabilities to enter timecards and view their salary and performance histories.
Stolt-Nielsen has improved groupwide succession planning and employee mobility by giving managers the ability to identify and track top talent in each department and across Stolt-Nielsen’s diverse businesses. Even more important, Stolt-Nielsen has boosted employee engagement and retention by making performance appraisals, compensation, and benefits more transparent and easier to manage.
The result of this focus on employee satisfaction can be best seen in one key metric: Stolt-Nielsen’s voluntary employee turnover rate of 7.5% is well below the industry average.